{"id":1796,"date":"2009-02-16T17:49:04","date_gmt":"2009-02-16T16:49:04","guid":{"rendered":"http:\/\/progmanager.wordpress.com\/?p=631"},"modified":"2009-02-16T17:49:04","modified_gmt":"2009-02-16T16:49:04","slug":"ten-steps-to-better-management","status":"publish","type":"post","link":"http:\/\/realisedevelopment.net\/index.php\/2009\/02\/16\/ten-steps-to-better-management\/","title":{"rendered":"Ten Steps to Better Management"},"content":{"rendered":"<p><strong>Step 1: Clarify, negotiate, and commit to your role as manager.<\/strong><\/p>\n<ul>\n<li>Many management jobs will have changed priorities in response to the current economy.<span> <\/span><\/li>\n<li>Check with your manager that you are doing what is best for the organisation.<\/li>\n<li>Check with your conscience that you are doing what is best for you and your team.<\/li>\n<li>Check that you are prepared to do the work that will help others to be outstanding.<\/li>\n<\/ul>\n<p><strong>Step 2: Understand the results you are expected to produce. <\/strong><\/p>\n<ul>\n<li>If you are to be recognised as an outstanding manager you need to know what excellence looks like.<\/li>\n<li>At the moment you might be expected to drive costs down while producing more value.<\/li>\n<li>Watch out for mediocrity.<span> <\/span>Expect excellence.<span> <\/span>Don\u2019t let the current climate be an excuse to cut corners.<\/li>\n<\/ul>\n<p><strong>Step 3: Know your business. <\/strong><\/p>\n<ul>\n<li>Know what excellence looks like.<span> <\/span>Recognise the behaviours and habits that lead to it.<span> <\/span><\/li>\n<li>Recognise behaviours and habits that undermine it.<\/li>\n<li>Understand the metrics that are relevant to your part of the business. Use them to get better.<\/li>\n<li>Understand what your organisation needs from you \u2013 now.<span> <\/span><\/li>\n<\/ul>\n<p><strong>Step 4: Build a great team. <\/strong><\/p>\n<ul>\n<li>Recruit, develop and retain people who will take responsibility and work independently \u2013 within parameters agreed with you!<\/li>\n<li>To make sure you retain your best staff in difficult times talk to them \u2013 give them control \u2013 give them the chance to shape the organisation and their future in it.<\/li>\n<li>Build a team that you can lead \u2013 not a flock that you have to herd.<\/li>\n<\/ul>\n<p><strong>Step 5: Ensure your team knows what excellence looks like. <\/strong><\/p>\n<ul>\n<li>Feedback, feedback, feedback.<\/li>\n<li>Coach, coach, coach<\/li>\n<li>Delegate, delegate, delegate<\/li>\n<li>If you are not sure what constitutes excellence in your business \u2013 FIND OUT QUICKLY!<\/li>\n<\/ul>\n<p><strong>Step 6: Plan \u2013 with flexibility. <\/strong><\/p>\n<ul>\n<li>Review and revise plans on a weekly basis.<span> <\/span><\/li>\n<li>Expect progress on a weekly basis.<span> <\/span><\/li>\n<li>121s are ideal for this.<\/li>\n<\/ul>\n<p><strong>Step 7: Get out of their way. <\/strong><\/p>\n<ul>\n<li>Help them to do great work.<span> <\/span><\/li>\n<li>Listen to them.<span> <\/span><\/li>\n<li>Understand what stops them from being great.<span> <\/span><\/li>\n<li>Get barriers out of their way.<\/li>\n<\/ul>\n<p><strong>Step 8: Be engaging. <\/strong><\/p>\n<ul>\n<li>Be positive and constructive.<span> <\/span><\/li>\n<li>Smile a lot.<span> <\/span><\/li>\n<li>Be energetic and hopeful.<\/li>\n<\/ul>\n<p><strong>Step 9: Proactively manage progress.<\/strong><\/p>\n<ul>\n<li>While change IS inevitable \u2013 progress is not.<span> <\/span><\/li>\n<li>Make sure that everyone knows what constitutes progress and has their own plan to make it.<\/li>\n<\/ul>\n<p><strong>Step 10: Leave a legacy: develop people and the organisation\u2019s capacity to produce results. <\/strong><\/p>\n<ul>\n<li>better meetings<\/li>\n<li>more focus<\/li>\n<li>more knowledge and skills<\/li>\n<li>more professionalism<\/li>\n<li>better execution<\/li>\n<li>higher standards<\/li>\n<\/ul>\n<p>This post was inspired by <a href=\"http:\/\/managementcraft.typepad.com\/management_craft\/2009\/02\/these-are-tough-times-for-managers-time-to-tune-up.html\">Lisa Haneberg over at Management Craft.<\/a><\/p>\n<div class=\"SPOSTARBUST-Related-Posts\"><ul class=\"entry-meta\"><li class=\"SPOSTARBUST-Related-Post\"><a title=\"Some thoughts on Best City outcomes\" href=\"http:\/\/realisedevelopment.net\/index.php\/2012\/07\/05\/some-thoughts-on-best-city-outcomes\/\" rel=\"bookmark\">Some thoughts on Best City outcomes<\/a><\/li>\n<li class=\"SPOSTARBUST-Related-Post\"><a title=\"Getting to Grips with Social Finance &#8211; FREE TRAINING\" href=\"http:\/\/realisedevelopment.net\/index.php\/2012\/06\/12\/getting-to-grips-with-social-finance-free-training\/\" rel=\"bookmark\">Getting to Grips with Social Finance &#8211; FREE TRAINING<\/a><\/li>\n<li class=\"SPOSTARBUST-Related-Post\"><a title=\"Making Progress Through Austerity\" href=\"http:\/\/realisedevelopment.net\/index.php\/2012\/05\/16\/making-progress-through-austerity\/\" rel=\"bookmark\">Making Progress Through Austerity<\/a><\/li>\n<li class=\"SPOSTARBUST-Related-Post\"><a title=\"Improving Employability&#8230;\" href=\"http:\/\/realisedevelopment.net\/index.php\/2012\/05\/15\/improving-employability\/\" rel=\"bookmark\">Improving Employability&#8230;<\/a><\/li>\n<li class=\"SPOSTARBUST-Related-Post\"><a title=\"How Should We Recognise a Successful Economy?\" href=\"http:\/\/realisedevelopment.net\/index.php\/2012\/05\/11\/how-should-we-recognise-a-successful-economy\/\" rel=\"bookmark\">How Should We Recognise a Successful Economy?<\/a><\/li>\n<\/ul><\/div>","protected":false},"excerpt":{"rendered":"<p>Step 1: Clarify, negotiate, and commit to your role as manager. Many management jobs will have changed priorities in response to the current economy. Check with your manager that you are doing what is best for the organisation. Check with your conscience that you are doing what is best for you and your team. Check [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[6,7],"tags":[11,32,33,34,43,42,47,82,101,105,115,117,123,128,140,147,148,200,205],"class_list":["post-1796","post","type-post","status-publish","format-standard","category-leadership","category-management","tag-121s","tag-change","tag-coaching","tag-communication","tag-culture-2","tag-culture","tag-delegation","tag-feedback","tag-high-performing-teams","tag-improvement","tag-leadership","tag-learning","tag-management","tag-meetings","tag-one-to-ones","tag-performance-improvement","tag-performance-management","tag-strategy","tag-teams","entry"],"_links":{"self":[{"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/posts\/1796","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/comments?post=1796"}],"version-history":[{"count":0,"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/posts\/1796\/revisions"}],"wp:attachment":[{"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/media?parent=1796"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/categories?post=1796"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/realisedevelopment.net\/index.php\/wp-json\/wp\/v2\/tags?post=1796"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}